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					                             State Of Connecticut
                                       Business Scenarios

Human Resources

Scenario ID: HRPA-1
Area:         Personnel Administration
Process:      Job Classification, Position, Hiring Employees Directly


Background
              The State of Connecticut maintains Personnel Administration data on job
              classifications, pay plans, positions, and employees. It is critical for the State to
              be able to identify and report the total number of employees of all statuses (such
              as full time, part time, hourly, temporary, durational). Employees may be
              employed at multiple state agencies. Multiple work location codes are needed in
              order to prepare budget and Affirmative Action plans; and to assign employees to
              the correct union local.


Scenario Description
              Describe how the software allows for the creation and maintainence of job
              classification, position, salary pay plans and other employment attributes and
              describe the hiring/rehiring process.

Key Points

    01        Describe how a job classification would be created and historically maintained
              with labor units and salary plans associated with one job classification. Describe
              such fields as EEO code, FLSA code. Describe how relationships among job
              classifications would occur such as progressive career series (clerk, clerk typist,
              secretary I), job families (all related classifications together such as health care
              professionals, financial) and comparability series (all classifications that meet the
              minimal requirement of the defined classification).

    02        Describe how variable rate (minimum and maximum ranges) and step rate
              (multiple salary groups and steps) salary pay plans would be created and
              historically maintained. Illustrate how the re-calculation of salary pay plans would
              be handled in accordance with established regulations that govern the rounding
              up or down.

    03        Describe how a position would be created with such information as full time
              status, permanent status, start and end date, work location, FLSA indicator,
              classification, labor unit, salary information, scheduled work hours, work shift,
              multiple incumbent, filled or vacant status and multiple chart of accounts coding
              strings.




                                                                                        Appendix F - Page 1 of 45
                            State Of Connecticut
                                      Business Scenarios

Human Resources

Scenario ID: HRPA-1
Area:       Personnel Administration
Process:    Job Classification, Position, Hiring Employees Directly


   04       Describe how the establishment of multiple similar positions would be approved or
            rejected in a mass approval or rejection action instead of one at a time.


   05       Describe the ability to maintain personal related information for agencies external
            to the core system and identify in which positions employees are to be included
            for state full and part time equivalent reporting. It is critical for the State to be able
            to identify and report the total number of employees of all statuses (such as full
            time, part time, hourly, temporary, durational).

   06       Describe how an applicant not in the system would be hired, placing the applicant
            in a full time (employment type), permanent position (appointment type), with full
            benefits, working 40 hours per week, in a salary step pay plan, with
            applicable/creditable military service.

   07       Describe how an applicant would be hired above the minimum hiring step.
            Describe how the system would handle this situation different from a hiring at the
            minimum hiring step.

   08       Describe how an existing full time, permanent employee in a step pay plan would
            be hired into a second position, part time (employment type), temporary position
            (appointment type), without benefits, working 15 hours per week, in a variable rate
            pay plan. Illustrate how the employment start dates would be maintained on both
            positions. Illustrate how each position would be identified and maintained
            separately when an employee holds more then one position. Illustrate how this
            status would be affected when an employee terminates from one position.


   09       Describe the level of detail for the work location of both the employee and the
            position (for example, region or district, town location, facility location within town,
            program and project within facility).

   10       Describe how the rehire process would occur and highlight any differences in the
            original hire process. Describe what added information would be entered.




                                                                                         Appendix F - Page 2 of 45
                          State Of Connecticut
                                   Business Scenarios

Human Resources

Scenario ID: HRPA-1
Area:       Personnel Administration
Process:    Job Classification, Position, Hiring Employees Directly


   11       Describe how an employee's record can be located using a variety of fields such
            as employee name, social security number, employee identification number,
            position number.




                                                                                 Appendix F - Page 3 of 45
                             State of Connecticut
                                      Business Scenarios

Human Resources

Scenario ID: HRPA-2
Area:         Personnel Administration
Process:      Applicant Tracking and Hiring Employees


Background
              The State of Connecticut has a constant need to fill vacant positions. In order to
              fill positions, vacancies are posted, applications are submitted, interviews
              scheduled and conducted, a candidate selected, Affirmative Action approval
              received, and then a job offer is made. Prior to posting a verification of the job
              classification status is performed in order to determine whether or not the vacant
              position is one that requires a classification examination.

Scenario Description
              Describe how the software handles the job classification examination process,
              posting vacancies, application tracking, hiring and maintenance of Affirmation
              Action reporting.

Key Points


        01    Describe how an examination request would be created and maintained.
              Describe the workflow for the initial set up of the examination and posting
              examination results. Describe how a multiple result examination would be
              maintained such as police have written, physical, and oral separate and combine
              ratings.

        02    Describe how an applicant would apply for an examination for a competitive
              classification, be accepted and notified of the examination, and view the results of
              the examination.

        03    Describe how an applicant would be hired from an examination list, placing the
              applicant in a full time (employment type), permanent position (appointment type),
              working 40 hours per week, in a variable salary pay plan.

        04    Describe how a non-examination vacancy would be posted and how applicants
              would apply for that vacancy. Show how searches of those applications would be
              conducted by an HR Administrator.

        05    Describe when a recruitment is completed how Affirmative Action documentation
              is maintained for that recruitment effort such as a listing of all advertisement
              areas, applicants that applied, interviewed, and results of interview.




                                                                                      Appendix F - Page 4 of 45
                            State of Connecticut
                                    Business Scenarios

Human Resources

Scenario ID: HRPA-2
Area:        Personnel Administration
Process:     Applicant Tracking and Hiring Employees


        06   Describe the calculation of adverse impact for Affirmative Action (AA) in
             relationship to the candidates that have successfully passed the examination
             compared against the AA goals established by the organization, include the
             candidates' sex and race, and EEO code of the job classification associated with
             the examination.

        07   Describe how the maintenance of Affirmative Action goals and statistics would be
             updated when an employment occurs.




                                                                                  Appendix F - Page 5 of 45
                              State of Connecticut
                                       Business Scenarios

Human Resources

Scenario ID: HRPA-3
Area:         Personnel Administration
Process:      Reemployment


Background
              The State of Connecticut maintains a mandatory reemployment (recall) list on
              employees either targeted for layoff or that have been laid off. Within this process
              employee lateral transfer rights, promotional and demotional rights, and job
              classification comparability rights are also maintained. When there is a need to fill
              a position, a reemployment list is requested. The reemployment list is created by
              job classification, agency and specific position. The reemployment list contains
              priority, mandatory, optional rights within each labor unit, job classification,
              agency, work location, permanent or non-permanent position, full-time or part-time
              position, and shift.

Scenario Description
              Describe how the software generates a reemployment list and how it would be
              used for making appointments.

Key Points

    01        Describe how the appointment status (permanent, temporary, probationary,
              provisional), labor unit and length of employment of each job classification an
              employee held would be maintained.

    02        Describe how the reemployment list would be generated applying the appropriate
              labor unit rules which would be established and maintained in the system. For
              example, if an employee is being laid off and a vacancy exists within the same
              agency and work location then that employee is given priority for reemployment in
              that vacancy. If a vacancy does not exist within the same agency but exists in
              another agency within 25 miles and is in the same labor unit then the laid off
              employee would have priority to that vacancy.

    03        Describe how to identify employees targeted for lay off within the system and
              ensure that they are captured in the reemployment list.

    04        Describe how the system would verify that there are no existing eligible
              candidates with a right to that position based on a prioritized series of labor unit
              rules at the point of hiring.




                                                                                        Appendix F - Page 6 of 45
                           State of Connecticut
                                   Business Scenarios

Human Resources

Scenario ID: HRPA-3
Area:       Personnel Administration
Process:    Reemployment


   05       Describe how the reemployment list would be produced specifically for a job
            classification, agency location and specific position in that agency.

   06       Describe how the selection of an employee from the reemployment list would be
            integrated with the hiring process.




                                                                                 Appendix F - Page 7 of 45
                             State of Connecticut
                                      Business Scenarios

Human Resources

Scenario ID: HRPA-4
Area:         Personnel Administration
Process:      Workers' Compensation


Background
              The State of Connecticut has an obligation to provide workers' compensation
              benefits to its employees that have sustained an injury while on duty. The State
              of Connecticut utilizes a third party administrator to facilitate and maintain
              workers' compensation claims and benefits. Workers' compensation claims begin
              with a notification of injury. Claim statuses include report, medical only and lost
              time claims. Claims also vary by full pay or less than full pay cases. Employees
              with lost time claims are initially kept on the payroll per their labor unit
              agreements, and then reimbursement of the initial check (first check) is issued to
              the State of Connecticut by the third party administrator.

              Time and attendance codes are used to differentiate the workers' compensation
              status. If a claim is less then full pay, an employee may elect to use their own
              accruals (for example, sick, vacation, personal leave, holidays) to make up the
              difference. Salary benefits are calculated by multiple factors based on the type of
              claim. These include the employee's tax status for workers' compensation,
              concurrent employment status, and the average salary for the employee for the 52
              weeks prior to the date of the injury.



Scenario Description
              Describe how the software allows for the creation and maintenance of a workers'
              compensation claim. Describe the steps used to document a claim from initial
              injury to return to work.

Key Points

    01        Describe how attendance codes would be configured in order to track workers'
              compensation statuses.

    02        Describe how time and attendance codes would be edited when the State is
              reimbursed for the first workers' compensation check.




                                                                                     Appendix F - Page 8 of 45
   03       Describe how the initial workers' compensation check received by a state agency
            from a third party administrator would be reconciled with payroll. Describe the
            calculation that will determine how this check is properly distributed to reimburse
            both the state (base wages issued to the employee) and the employee
            (reimbursement of federal, state and social security taxes, and retirement
            contributions).


                           State of Connecticut
                                    Business Scenarios

Human Resources

Scenario ID: HRPA-4
Area:       Personnel Administration
Process:    Workers' Compensation


   04       Describe how the following information would be maintained: a). Actual tax filing
            status of an employee (versus payroll tax filing status); b). Concurrent
            employment other than state employment; c). Average salary of an employee 52
            weeks prior to the date of the injury.

   05       Describe how a partial workers' compensation claim would be processed in which
            the employee is receiving 75% through the third party administrator and 25% from
            the State utilizing the employee's accrued time for the amount due.


   06       Describe how claims are documented and maintained utilizing the Occupational
            Safety and Health Administration (OSHA) requirements.

   07       Describe how an employee returning to light duty status would be documented.




                                                                                    Appendix F - Page 9 of 45
                              State of Connecticut
                                       Business Scenarios

Human Resources

Scenario ID: HRPA-5
Area:         Personnel Administration
Process:      Seniority and Longevity


Background
              The State of Connecticut has multiple labor units (bargaining units). Each labor
              unit has multiple negotiated contract rules which apply to seniority and longevity.
              Seniority and longevity is determined based upon a number of variables including
              individual length of employment(either continuous, total, or prior military service),
              pro-ration for less than full time schedules, applicable attendance or leave
              time(leave without pay, etc.), employee status(permanent, provisional, working
              test period, etc.) and time spent in job class. Seniority is utilized for various
              reasons per labor unit such as layoff language (bumping, statewide, agency
              wide), and vacation authorization. Longevity is utilized to issue a semi-annual
              salary benefit when an employee reaches 10, 15, 20, and 25 year increments and
              payment is based on longevity salary plan associated to the labor unit.



Scenario Description
              Describe how the software will maintain employees' seniority and longevity
              information.

Key Points

    01        Describe how seniority would be calculated for vacation purposes using the
              following example: a). Seniority is defined as an employee's length of state
              service since date of last hire; b). Employee has war military service which all
              counts towards seniority; c). Employee has 14 months of unpaid sick leave and
              only 12 months counts towards seniority.

    02        Describe how seniority would be calculated for layoff purposes using the following
              example: a). Seniority is defined as total length of state service; b). In agencies
              with multiple facilities or regions, the least senior in the facility or region, by
              classification, shall be selected for layoff.

    03        Describe how seniority dates could be overridden (for the following reasons: due
              to prior history dates being inaccurate or an employee with a special seniority
              distinction such as union steward or key person).




                                                                                      Appendix F - Page 10 of 45
                            State of Connecticut
                                     Business Scenarios

Human Resources

Scenario ID: HRPA-5
Area:       Personnel Administration
Process:    Seniority and Longevity


   04       Describe how seniority is calculated for an employee with concurrent employment
            for multiple positions. Utilize different start dates for each position. Describe how
            seniority is calculated for an employee with less than full time status (part-time).


   05       Describe how an employee's longevity is calculated using continous state service
            including military service and subtracting leaves of absences without pay.
            Describe how the amount would be determined by length of employment and
            salary plan.

   06       Describe how longevity payments would be charged according to multiple chart of
            accounts coding strings.




                                                                                    Appendix F - Page 11 of 45
                             State of Connecticut
                                      Business Scenarios

Human Resources

Scenario ID: HRPA-6
Area:         Personnel Administration
Process:      Benefits Administration


Background
              The State of Connecticut has multiple benefit options for its employees that are
              defined by state statutes, labor unit rules and the provisions of the benefit
              contracts. The number and cost of these benefit options may vary from year to
              year, some may be eliminated completely and additional options may be added. It
              should be noted that the management of these benefits varies. Some benefits
              are managed completely by the vendor (provider) while others are managed
              jointly between the state and the vendor. Agencies are currently responsible for
              the processing of health insurance benefits from the enrollment process through
              eligibility determination to entry into the payroll system. Information flows to the
              vendor from both the enrollment process and from payroll. The State of
              Connecticut contributes towards the cost of premiums for certain benefits.
              Employee status can affect the benefits for which they are eligible such as when
              employees are on leave of absence without pay they may not be eligible for the
              state share of their health insurance premium.



Scenario Description
              Describe how the software allows for the creation and maintenance of benefit
              plans and maintenance of multiple employee benefits. Also describe how the
              software will assist agencies with the benefit enrollment process by capturing
              selections, determining eligibility, and processing life event changes.

Key Points

    01        Describe how an employee's benefit selections would be created and maintained.
              Describe the data fields available for completion. Describe how labor unit rules,
              employee status (full-time, part-time, leave of absence) and appointment status
              (permanent, durational) can determine employee benefit options.

    02        Describe how employee benefits are deducted from employee salaries on a pre-
              and post-tax basis.

    03        Describe how benefit plans would be created and maintained. Describe how a
              benefit table would be accessed when an employee selects a plan. Describe how
              new benefit plans would be added into the system.




                                                                                    Appendix F - Page 12 of 45
                           State of Connecticut
                                    Business Scenarios

Human Resources

Scenario ID: HRPA-6
Area:       Personnel Administration
Process:    Benefits Administration


   04       Describe how the discontinuance of a specific benefit plan, or a mass change
            default to another benefit plan, would occur.

   05       Describe how the system maintains benefits status for employees who are
            inactive for payroll purposes but may or may not be entitled for benefits. Such as
            an employee who is on leave of absence without pay and is not entitled to the
            state share premium.




                                                                                 Appendix F - Page 13 of 45
                              State of Connecticut
                                       Business Scenarios

Human Resources

Scenario ID: HRPA-7
Area:         Personnel Administration
Process:      Employee Data


Background
              The State of Connecticut keeps extensive information and history on each
              employee such as employment type (full or part time), appointment type
              (permanent, durational), leaves of absences, and salaries. There is also a need
              for comments or remarks to be associated with some transactions in order to
              provide a complete transaction history for the Auditors of Public Accounts. Not
              only is this data utilized for human resources actions, it is also critical for time and
              attendance, payroll, benefits, seniority, longevity, retirement, reemployment list,
              budget and finance transactions. Under limited circumstances, employees may
              be allowed access to their data.

Scenario Description
              Describe how the software facilitates maintenance of employee data.

Key Points

    01        Describe how the following actions would occur to an employee's record: a).
              Completion of working test period; b).Placing an employee on a leave of
              absence, for medical reasons; c). Corrections to employee identification numbers;
              and d). Changing an employee's address. Describe actions using current dates
              and future dates. Describe how to view the history of these actions.


    02        Describe how an employee would be assigned into another position as a
              temporary service in a higher class assignment (when the primary owner of the
              new position is on a leave of absence). Describe how both of the employees'
              status would be maintained in their original positions. Describe how comments
              and remarks would be maintained for this action. Describe how salary would be
              adjusted for the temporary service in a higher class assignment. Describe
              expiration date of assignment. Describe how change would occur in payroll for
              salary.

    03        Describe how an employee would be returned to their permanent position from a
              temporary service in a higher class assignment, reflecting decreased salary and
              show the history. Describe how change would occur in payroll for salary.




                                                                                        Appendix F - Page 14 of 45
                           State of Connecticut
                                    Business Scenarios

Human Resources

Scenario ID: HRPA-7
Area:       Personnel Administration
Process:    Employee Data


   04       Describe how an employee at a lower job classification would fill an established
            position at a higher job classification. Describe how the history would be
            reflected.

   05       Describe how an employee's position would be reclassified and how the employee
            would be appointed into that new classification. Describe how salary would be
            calculated and union dues updated based on the new classification. Show the
            history of the new appointment. Describe how the change would occur in payroll
            for salary and for union dues.

   06       Describe how an employee would be transferred to a position in another state
            agency. Describe how an employee's data record (training, benefits, workers'
            compensation), time and attendance and payroll would transfer with the
            employee.

   07       Describe how an employee from an interfacing agency would transfer to an
            agency within the system. Describe how an employee from within the system
            would transfer to an interfacing agency.

   08       Describe how a filled position would be transferred from one agency to another
            agency. Describe how an employee's data record (training, benefits, workers'
            compensation), time and attendance and payroll would transfer with the
            employee.

   09       Describe how an employee transfers to another position where the time and
            attendance has been kept in days from a position where time and attendance is
            kept in hours with all the associated accruals (for example, sick, vacation,
            personal leave, holidays).

   10       Describe how an employee would be separated/terminated from state service.
            Describe how the employee's data record, time and attendance and payroll record
            would be inactivated. Indicate how final payments due would be calculated and
            issued.

   11       Describe the ability to calculate an employee's age.




                                                                                 Appendix F - Page 15 of 45
                             State of Connecticut
                                      Business Scenarios

Human Resources

Scenario ID: HRPA-8
Area:         Personnel Administration
Process:      Mass Changes and Retroactive Changes


Background
              The State of Connecticut performs many mass changes (some being retroactive)
              due to such reasons as labor unit increases, job classification evaluations,
              transfers of positions from one agency to another, and mass chart of accounts
              coding string changes. When performing either single or mass retroactive
              changes it is essential that all related data be updated and reflected accordingly.



Scenario Description
              Describe how the software performs current and retroactive mass changes on job
              classification, position and employee data.

Key Points

    01        Describe how a current mass salary adjustment for performance increases for
              multiple labor units would occur. Describe how pre- and post-edit reports would
              be prepared. Describe how employee and payroll related data would be updated.

    02        Describe how a current mass change would occur combining a job classification's
              code into another and how it would update all related areas such as employee
              and position data. Describe how this change has occurred.


    03        Describe a method to administratively designate a position or classification that
              will no longer be used at its current level or capacity once it becomes vacant.
              Describe how a mass change of this event would occur.

    04        Describe how a mass change would occur when a group of positions would be
              transferred from one agency to another. Describe how this would affect
              employee, chart of accounts coding string, time and attendance, and payroll data.




                                                                                    Appendix F - Page 16 of 45
                           State of Connecticut
                                    Business Scenarios

Human Resources

Scenario ID: HRPA-8
Area:       Personnel Administration
Process:    Mass Changes and Retroactive Changes


   05       Describe how a retroactive mass salary adjustment for cost of living increase
            would occur. Describe how employees in multiple positions would be updated.
            Describe how adjustments would occur on employees in temporary service at a
            higher class status and employees permanent status. Describe how employee
            related fields would be updated. Describe how appropriate business rules in
            effect of the retroactive date would be utilized.

   06       Describe how a retroactive mass salary cost of living increase change would
            occur on employees that have separated (left state service) during the effective
            period of time.

   07       Describe how after a retroactive employee promotion occurs, Affirmative Action
            reports are reflected accordingly to indicate the new EEO codes.

   08       Describe how the following history would be reflected for audit purposes when a
            retroactive change has occurred: a). How would history prior to the change be
            reflected and b). How would history after the change be reflected .




                                                                                 Appendix F - Page 17 of 45
                             State of Connecticut
                                      Business Scenarios

Human Resources

Scenario ID: HRPA-9
Area:         Personnel Administration
Process:      Labor Relations Tracking


Background
              The State of Connecticut maintains information on labor relations such as
              grievances and multiple types of complaints which are filed at both statewide and
              agency levels. Because of the sensitivity of the information, high security levels
              are needed. As many labor issues are subject to mandated timeframes, the
              ability to track their progress is essential.

Scenario Description
              Describe how the software allows for the creation and maintenance of grievance
              and complaint tracking.

Key Points

    01        Describe how grievance data would be captured and maintained. Describe name
              of grievant(s), dates, labor unit, contract article, progression steps and outcomes.
              Describe how grievances would be uniquely identified with such information as
              agency tracking number, labor unit, date and Office of Labor Relations tracking
              number.

    02        Describe how complaint data would be entered and maintained for tracking
              purposes. Describe name of complainant(s), dates, labor unit, alleged complaint,
              and status.

    03        Describe how a grievance process begins with an agency and progresses through
              the multiple step levels. Describe how the security levels change as a grievance
              moves from the jurisdiction of the agency to that of the Office of Labor Relations.


    04        Describe how information on unions and their corresponding bargaining units,
              employee organizations and associations would be created and maintained and
              include such detail as contract start and end dates and associated contacts.


    05        Describe how the system would be able to provide and coordinate information on
              statuses of all complaints and grievances, across agencies, for the same
              employee. Describe how system would link to external systems based on
              employee.




                                                                                     Appendix F - Page 18 of 45
                             State of Connecticut
                                      Business Scenarios

Human Resources

Scenario ID: HRPA-10
Area:         Personnel Administration
Process:      Training Administration


Background
              The State of Connecticut maintains various mandated and voluntary types of
              training for employees. They set up training catalogues and class schedules.
              They also maintain tuition reimbursement which is partially paid by the employee's
              labor unit and partially paid by the State.

Scenario Description
              Describe how the software will maintain training catalogues, class schedules,
              perform employee enrollment, maintain training attendance and cost associated
              with training.

Key Points

    01        Designate how training catalogues and class schedules would be created,
              maintained, and distributed.

    02        Describe how an employee could enroll in a training class, have the supervisor
              approve the training class, and have employee notified of such approval.


    03        Describe how attendance to a training class would be maintained and compared
              to data in time and attendance.

    04        Describe the ability to maintain costs associated with training such as cost of
              class, salary of employee to attend class, salary of replacement employee while
              employee is attending class.




                                                                                   Appendix F - Page 19 of 45
                              State of Connecticut
                                       Business Scenarios

Human Resources

Scenario ID: HRPA-11
Area:         Personnel Administration
Process:      Training and Career Planning


Background
              The State of Connecticut maintains various mandated and voluntary types of
              training for employees. Mandated training is maintained for such purposes as
              expiration of certifications (such as first aide, drug dispensement for aides), state
              mandated requirements (such as diversity training, workplace violence training)
              and maintaining of professional certifications. Training is also maintained in order
              to meet Affirmative Action requirements. The State of Connecticut also maintains
              skills inventory and competencies on employees for job classification and
              attrition/strategic planning.

Scenario Description
              Describe how the software allows for the creation and maintenance of a training
              record, skills and competency inventory on employees.

Key Points

    01        Describe how an employee's training record would be created and maintained.


    02        Describe how an employee's training record would be maintained if an employee
              has concurrent employment. Describe how each training record would be
              maintained for each position.

    03        Describe how an employee's individual skills inventory and competencies would
              be created and maintained.

    04        Describe how a search of skills inventory and competencies would be
              accomplished.

    05        Describe how a career plan could be established by the Administrator and
              timeframes for completion schedules designated.




                                                                                      Appendix F - Page 20 of 45
                              State of Connecticut
                                       Business Scenarios
Human Resources

Scenario ID:   HRPY-1
Area:          Payroll
Process:       Additional Earnings


Background
               The State pays additional earnings in accordance with federal and state
               mandates, as well as, bargaining unit contracts. Earning code set up is restricted
               to a centralized unit where taxing and deduction options, earning type, and
               method of payment are established. Different types of earnings are paid at
               different frequencies. The State also restricts the processing of some earnings to
               a centralized unit or specific agency or group of agencies. Reimbursements are
               paid as additional earnings when an employee has submitted the necessary
               documentation. Mass additional payments can be administered for specific
               groups of employees.

Scenario Description
               Describe how the software processes additional earnings from earning code
               setup to additional earning calculation.

Key Points


    01         Describe how a differential and overtime earning code is setup, defined for
               specific groups of employees, and processed.

    02         Describe how a lump sum mass additional payment would be administered and
               taxed as if given over a specified amount of time.

    03         Describe how an additional payment is assigned and processed for the
               appropriate position for employees with concurrent jobs.

    04         Describe how an additional earning can be assigned to a particular chart of
               accounts coding string.


    05         Describe how additional earnings can be processed from multiple input sources
               while maintaining the ability to process iterative pay calculations.

    06         Describe how an additional earning is taxed at a flat percentage rate.




                                                                                    Appendix F - Page 21 of 45
                              State of Connecticut
                                       Business Scenarios

Human Resources

Scenario ID:   HRPY-2
Area:          Payroll
Process:       Deduction Calculations


Background
               The State maintains deductions set up in a central location establishing priorities,
               tax status, type of deduction, and restriction of use of some deductions to a
               central location. In some instances, the State pays and maintains balances for
               State share deductions even when the employee is not being paid. The State
               requires the ability to process mass deduction changes and some complex
               deduction calculations based on bargaining unit contracts and State statutes.
               The State also processes partial deductions for certain deductions and maintains
               arrears balances which can be adjusted. Retirement contributions can be
               dependent upon whether an employee has reached OASDI maximum or whether
               the earnings that are subject to retirement have reached a defined maximum,
               once this maximum has been reached the retirement contribution increases.


Scenario Description
               Describe how the software processes deductions including setup, assignment,
               calculation, and the maintaining of balances.

Key Points


    01         Describe how deductions are setup and maintained, restricted to specific groups
               of employees, and processed.

    02         Describe how partial deductions are processed, arrears balances are maintained
               and adjusted, and how taxes are calculated if a tax exempt deduction is partially
               taken or not taken.

    03         Describe how State share benefit deductions may or may not be paid and how
               balances are maintained when the employee does not receive a paycheck.


    04         Describe how mass deductions changes will be processed based upon specific
               input parameters.

    05         Describe how retirement deductions will be taken based on specified earnings
               and how retirement deductions will automatically increase when OASDI maximum
               is reached or when earnings subject to retirement reach a defined maximum.




                                                                                     Appendix F - Page 22 of 45
                             State of Connecticut
                                      Business Scenarios

Human Resources

Scenario ID:   HRPY-3
Area:          Payroll
Process:       Tax Calculations


Background
               The State calculates and maintains taxable wage for Federal withholding tax,
               Connecticut State Income Tax, and FICA/Medicare, ensuring that employees
               working multiple positions in multiple State agencies do not exceed the maximum
               OASDI tax withheld. Taxable wage is accumulated regardless of whether
               Federal or State tax is withheld for some earnings and taxes could be taken on
               certain taxable non cash values such as personal use of a state vehicle. OASDI
               wage is also simulated in the system for some FICA exempt employees in order
               to accurately calculate their retirement contributions.


Scenario Description
               Describe how the software processes taxes from tax table setup and
               maintenance to retaining of balances.


Key Points


    01         Describe how taxes are setup for an employee showing how the employee could
               withhold additional Federal and/or State taxes and reduce State withholding tax.


    02         Describe how taxes would be calculated and withheld for taxable non-cash
               values.

    03         Describe how FICA balances are maintained across multiple positions and
               processing when FICA maximum is reached.

    04         Describe how a taxable wage balance would be maintained even if taxes are not
               withheld for specific earnings.

    05         Describe how tax updates are maintained and applied.

    06
               Describe how system will simulate OASDI wage for FICA exempt employees.




                                                                                  Appendix F - Page 23 of 45
                             State of Connecticut
                                      Business Scenarios

Human Resources

Scenario ID:   HRPY-4
Area:          Payroll
Process:       Garnishments


Background
               The State accepts garnishments for support, unpaid debts, student loans, tax
               levies, and bankruptcies in accordance with federal and state regulation. Multiple
               support orders may be taken at the same time, and additionally a garnishment for
               unpaid debts, a tax levy, or a student loan may also be taken. Garnishment rules
               are setup and maintained at a central location. Currently, there is a division of
               responsibility for garnishment set up and employee processing.



Scenario Description
               Describe how the software processes garnishments from garnishment rule setup
               to the generation of payment to the payee.

Key Points


    01         Describe how garnishment rules are set up and maintained according to State
               and Federal regulations.

    02         Describe how garnishment payees are entered and maintained.

    03         Describe how one garnishment type will have multiple garnishments deducted
               and another garnishment type will have one garnishment deducted at a time with
               the next starting automatically as the first is completed.

    04         Describe how garnishments and rules are assigned to an individual employee and
               processed through payroll.

    05         Describe how garnishment balances and history are maintained.

    06         Describe what garnishment reports are processed.

    07         Describe how payments would be made to the payees.

    08         Describe how a garnishment based on disposable earnings is calculated when
               the employee's earnings fluctuate from pay period to pay period.




                                                                                   Appendix F - Page 24 of 45
                              State of Connecticut
                                       Business Scenarios

Human Resources

Scenario ID:   HRPY-5
Area:          Payroll
Process:       Payroll Processing


Background
               The State processes 65,000 paychecks and advice of deposit forms on a
               biweekly basis, including payments for biweekly, semi-monthly, monthly, and
               special monthly (first Friday of every month) payrolls in accordance with
               bargaining unit contracts and Federal and State regulations. Employees may be
               paid on an hourly, salaried, or per diem basis, may hold multiple positions in
               multiple state agencies, and may earn wages at different hourly rates within the
               same pay period. The State also processes checks for Non Resident Aliens.
               There is a two week lag between the end of the pay period and the employees'
               receipt of their pay. The biweekly cycle ends on a Thursday. Agencies are
               required to have their payroll finalized and transmitted to the Payroll Services
               Division of the Comptroller's Office by the close of business on the Tuesday
               following the close of the pay period. The Payroll Services Division has to finalize
               the payroll so that checks and the advice of deposit batch processing can be
               done Thursday and Friday. The EFT transactions are sent to the bank on the
               following Tuesday in order to be in the employees' accounts when the banks
               open for business on Thursday. Advice of deposits and paychecks are distributed
               to the agencies on Wednesday and are released to employees after 3 p.m. on
               Thursday, the last day of the next pay cycle. Paychecks are dated for Friday.




Scenario Description
               Describe how the software will process payroll from the point of time entry, at the
               individual agencies, through payroll processing, printing of the paychecks and the
               EFT file transfer.


Key Points

    01         Describe what the biweekly batch schedule would look like for the State of
               Connecticut, highlighting key tasks and dates that are required by the proposed
               software, for example, last date for the following: human resources transactions,
               time entry transactions, editing and correcting errors, running pay calculations,
               updating balances, printing checks, EFT transfer, etc.




                                                                                     Appendix F - Page 25 of 45
                              State of Connecticut
                                       Business Scenarios

Human Resources

Scenario ID:   HRPY-5
Area:          Payroll
Process:       Payroll Processing


   02          Describe when in the batch schedule interface files to the Financial system and/
               or vendors are transmitted.

   03          Describe how multiple pay frequencies will be processed in one biweekly batch
               process.

   04          Describe how the software processes iterative calculations, error processing, and
               editing of the paycheck in central payroll before the payroll is finalized.


   05          Describe how employees with concurrent jobs and multiple pay types would be
               paid using multi-job, single-check and multi-job, multi-check functionality
               processing differentials, deductions, garnishments, and taxes that are specific to
               each position.

   06          Describe how terminated employees are paid.

   07          Describe how payments are generated through different units of measure (hours,
               days, salary).

   08          Describe how a mid-period salary change is processed.

   09          Describe how Non-Resident Aliens are processed.

   10          Describe how the State could put a date that is one day prior to the check date on
               the direct deposit advices.

   11          Describe how payroll information is passed to the bank.

   12          Describe how the payroll information is batched for printing.




                                                                                    Appendix F - Page 26 of 45
                             State of Connecticut
                                      Business Scenarios

Human Resources

Scenario ID:   HRPY-6
Area:          Payroll
Process:       Payroll Adjustments


Background
               The State processes reversals of checks and advice of deposits automatically
               using the check or advice number to generate the necessary adjustment
               transactions. Partial reversals are processed by manually generating necessary
               transactions. Lost or damaged checks are designated as stop payments and
               replacements are tracked and generated as needed. Manual checks are also
               produced for employees on an as needed basis.



Scenario Description
               Describe how the software processes checks outside of the normal payroll cycle
               including the processing of reversals, partial reversals, and stop payments and
               the operational steps involved.

Key Points


    01         Describe how a check and advice reversal and a partial reversal will be
               processed appropriately updating year to date balances and chart of accounts
               coding strings.

    02         Describe how a stop payment check is reissued and accounted for.

    03         Describe how adjustments can be made to employee balances.

    04         Describe how manual checks are captured within the system.

    05         Describe how checks can be produced on demand and how to account for them.




                                                                                  Appendix F - Page 27 of 45
                              State of Connecticut
                                       Business Scenarios

Human Resources

Scenario ID:   HRPY-7
Area:          Payroll
Process:       Labor Distribution


Background
               The State requires the flexibility to default an employee's charges to an
               established state or federal chart of accounts coding string or split those
               employee charges over multiple chart of accounts coding strings with the ability to
               override the default. Certain state agencies need to have the ability to charge
               time in increments of a quarter of an hour to the appropriate chart of accounts
               coding string at the point of time entry. Employer paid expenses also need to be
               defaulted to charge to a chart of accounts coding string or multiple chart of
               accounts coding strings with the ability to override the default. Mass changes to
               chart of accounts coding strings for groups of employees are performed as
               necessary.

Scenario Description
               Describe how the software is able to associate employee and employer
               expenditures to the appropriate chart of account coding strings from the point of
               time entry through payroll calculations and reporting.

Key Points


    01         Describe how an employee's earnings together with any associated employer
               paid benefits are defaulted to charge to multiple chart of accounts coding strings
               and how this default can be overridden.

    02         Describe how an employee's pay is automatically associated to multiple funding
               sources, for example, distributed on a 75% / 25% basis to a federal and a state
               grant.

    03         Describe how to charge the chart of accounts coding string for an employee
               whose time record indicates that time must be charged to a varying number of
               programs or projects during the course of a regular work day. Time will be
               charged in minimum increments of 15 minutes.

    04         Describe how the chart of accounts coding string can be updated for an individual
               and for a group of employees both centrally and at the agency level. Show how
               the history of the change is maintained.




                                                                                    Appendix F - Page 28 of 45
                             State of Connecticut
                                      Business Scenarios

Human Resources

Scenario ID:   HRPY-7
Area:          Payroll
Process:       Labor Distribution


   05          Describe a mass change to employee records to reflect a change in the chart of
               accounts coding strings.

   06          Describe how employee and employer expenses are distributed across State and
               Fiscal years.




                                                                                 Appendix F - Page 29 of 45
                             State of Connecticut
                                      Business Scenarios

Human Resources

Scenario ID:   HRPY-8
Area:          Payroll
Process:       Payroll Output


Background
               The State prints pay checks and advice of deposit forms on a biweekly basis,
               providing multiple checks or advices for employees working in more than one
               agency. W2 forms are produced annually, providing one W2 form for each
               employee regardless of the number of positions held. W2 forms can be replaced
               and corrected multiple times throughout the year. The State also produces 1042
               forms for Non-Resident Aliens. The necessary quarterly and annual reports are
               provided to State and Federal Government agencies.


Scenario Description
               Describe how the software prints paychecks, processes and prints W2 forms, and
               meets State and Federal reporting requirements.

Key Points


    01         Describe how checks and advices are printed and reprinted using the State's
               Xerox 4635MX laser printer.

    02         Describe how W2's are processed including employees holding multiple positions
               across multiple state agencies.

    03         Describe how multiple corrections can be made to a W2 and how multiple W2c's
               can be processed for an employee.

    04         Describe how year end and quarterly reporting requirements are met.

    05         Describe how 1042's are processed.




                                                                                 Appendix F - Page 30 of 45
                              State of Connecticut
                                       Business Scenarios

Human Resources

Scenario ID:   HRPY-9
Area:          Payroll
Process:       Retroactive Pay


Background
               The State processes retroactive payments on a mass scale (for an individual
               bargaining unit) and also for individual employees. Retroactivity can go back over
               several years, affect terminated or retired employees, and could be subject to an
               additional calculation and payment of non-taxable interest. Retroactive payments
               could be taxed as if earned over a specified time period at the current tax rate or
               taxed as a lump sum payment at the current tax rate. Retroactive payments need
               to be charged to the appropriate chart of accounts coding string dependent upon
               specific agency rules.


Scenario Description
               Describe how the software processes retroactive payments from generation of
               retroactive requests to assigning payments to the appropriate financial account.


Key Points


    01         Describe how a mass retroactive payment would be processed for a specific
               group of employees or a specific employee.

    02         Describe how to calculate nontaxable interest on a retroactive payment.

    03         Describe how retroactive payments are charged to the appropriate chart of
               accounts coding string or strings based upon when the employee should have
               received payment.

    04         Describe how retroactive payments adhere to FLSA guidelines.

    05         Describe how retired or terminated employees receive retroactive payments.

    06         Describe how retroactive payments are applied to the appropriate position for
               employees with concurrent jobs.




                                                                                    Appendix F - Page 31 of 45
                              State of Connecticut
                                       Business Scenarios

Human Resources

Scenario ID:   HRPY-10
Area:          Payroll
Process:       System Integration


Background
               The State of Connecticut has a number of critical processes that cross functional
               areas. Many of these processes are dependent upon, and driven by, the chart of
               accounts coding string. Examples of such range from the need to encumber
               funds by position, to the recovery of travel advances into the agency's petty cash
               bank account with a check or EFT generated through payroll. In addition the
               money deducted from the pay of individual employees for everything from federal
               income taxes to membership in the local YMCA, must be collected each cycle
               and paid to the associated individual, organization or company. It is also critical
               that time and attendance information and payroll information, captured for each
               employee, be transferred to the Retirement and Benefits Services Division of the
               Comptroller's Office on a bi-weekly basis in order to update and maintain the
               retirement database.



Scenario Description
               Describe how the software integrates human resource processing with financial
               processing.

Key Points


    01         Describe how, when an employee returns from an authorized trip for which they
               received a travel advance, the agency will recover the amount advanced from
               petty cash and the employee will receive reimbursement for any authorized
               expenditures in excess of the advance.

    02         Describe how a state-owned asset such as a motor vehicle can be associated
               with a particular employee in order to either correctly charge the employee for
               usage or to add the imputed value of such usage to the employee's taxable
               earnings.

    03         Describe both the encumbrance of funds by position, whether filled or unfilled,
               and the allocation of each employee's earnings to the appropriate chart of
               accounts coding string. Describe how payroll costs are tied to budgeted line items
               and flag situations where the budgeted amount is reached.




                                                                                    Appendix F - Page 32 of 45
                              State of Connecticut
                                       Business Scenarios

Human Resources

Scenario ID:   HRPY-10
Area:          Payroll
Process:       System Integration


   04          Describe the association of an employee's time, related employee benefits, and
               reimbursement of expenses, to the appropriate chart of accounts coding string.
               Describe how a vendor such as a highway construction company will be billed for
               their share of the time, benefits, and related expenses, of a state trooper
               assigned to a road crew.

   05          Describe how the deductions from employee pay such as health insurance
               premiums, federal and state taxes, and garnishments, are paid to the appropriate
               vendor. Describe how these vendor files will be maintained so that vendors can
               be distinguished from employees and, under certain circumstances, an employee
               can be paid like a vendor.

   06          Describe how the State's share of benefit costs such as health insurance,
               retirement, FICA, and unemployment compensation, will be allocated to specific
               programs and projects through the chart of accounts coding string.

   07          Describe how revolving fund personnel costs will be captured, allocated to the
               appropriate chart of accounts coding string, and bills for service prepared where
               necessary.

   08          Describe the process for generating the information needed to prepare a 1099 for
               certain employees such as one who is recently deceased.




                                                                                   Appendix F - Page 33 of 45
                             State of Connecticut
                                      Business Scenarios

Human Resources

Scenario ID: HRTA-1
Area:        Time & Attendance
Process:      Employee Schedule


Background

              The State of Connecticut has a number of agencies that operate on a 24/7 basis.
              Each of these agencies has multiple shifts per day, usually three, and a variety of
              scheduling options the aim of which is to provide an averaging schedule over a
              set rotation of days or weeks. Each employee is set up with a pre-determined
              schedule. When the employee is selected for time and attendance entry the
              employee's time should be entered on an exception basis. The pre-determined
              schedule should take into account holidays, weekends, and time of day so that
              the appropriate bargaining unit rules can be applied to holiday pay and various
              shift and weekend differentials. At the point of time entry both time earned and
              taken should be charged to the appropriate cost center on either a predetermined
              basis or on an hourly basis.


Scenario Description
              Describe how the software establishes complex, rotating schedules and how
              these schedules are integrated with time and attendance entry. Demonstrate
              how holidays are established and included in both the schedule and time entry.

Key Points

    01        Describe how to set up schedules in a 24/7 environment with three shifts per day
              and five days on, three days off, over a sixteen week cycle that averages to 40
              hours weekly.

    02        Describe how the system will handle employees with averaged schedules who
              leave State service in mid-period.

    03        Describe how an employee is assigned to a particular schedule.


    04        Describe how an employee's time is integrated with a pre-determined schedule so
              that an employee's attendance can be entered on an exception basis.


    05        Describe how a hard copy of an employee's schedule can be generated by shift,
              day, week, or month.




                                                                                    Appendix F - Page 34 of 45
Appendix F - Page 35 of 45
                            State of Connecticut
                                     Business Scenarios

Human Resources

Scenario ID: HRTA-1
Area:        Time & Attendance
Process:     Employee Schedule


    06       Describe the assignment of time data to cost centers at the point of time entry for
             an employee whose time may default to a predetermined cost center on a flat or
             percentage basis.

    07       Describe how shift differential is applied for a third shift employee and how
             weekend differential is applied to an employee working on Saturday and/or
             Sunday.

    08       Describe the process for entering an approved leave request for an employee.


    09       Describe how third shift employees are handled for the following situations: 1.
             How a holiday is determined. 2. In which pay period/month a shift is counted.




                                                                                    Appendix F - Page 36 of 45
                             State of Connecticut
                                       Business Scenarios

Human Resources

Scenario ID: HRTA-2
Area:        Time & Attendance
Process:      Workforce Management


Background
              The State of Connecticut has several agencies for which the ability to plan for
              staffing needs is critical. A variety of methods are used to determine and plan for
              these staffing requirements. Staffing levels from the prior year are used to
              determine planning for the current year. Facility specific needs, employee skills
              and qualifications, a town code for resident troopers, as well as the ability to
              support squad and post assignments are required when planning schedules. In
              addition, "overtime equalization" must be supported by capturing and reporting
              who has been called previously for overtime work and what their response was to
              determine who should be called for the current opportunity.



Scenario Description
              Describe how the software supports agency and facility staffing efforts to ensure
              adequate skill and coverage levels. Describe how the software will assist the
              facility in achieving overtime equalization.

Key Points

    01        Describe how the system will project staffing levels for adequately distributing
              staff to different facilities based on prior period staffing reports.

    02        Describe how the system will be able to determine staffing levels, which
              shifts/posts are filled or vacant.

    03        Describe how qualifications and skills will be available for scheduling.

    04        Describe how the system will accommodate cyclical shift planning based on
              facility needs such as number of hospital beds filled and the requirements of
              those patients.

    05        Describe how the system will accommodate a "Day Sheet," a report which
              displays the staff of all three shifts on a particular day as well assignment details,
              job class, length of service, and non-employees.




                                                                                         Appendix F - Page 37 of 45
                           State of Connecticut
                                    Business Scenarios

Human Resources

Scenario ID: HRTA-2
Area:        Time & Attendance
Process:     Workforce Management


    06       Describe how the system will assign employees whose time is tracked in days to
             a rotating schedule that averages to 40 hours per week over sixteen weeks
             where the length of the day varies from 9 to 9 1/4 hours.

    07       Describe how the system will determine the order of who should be offered
             overtime assignments, and maintain history of prior overtime offers and
             assignments.




                                                                                Appendix F - Page 38 of 45
                             State of Connecticut
                                      Business Scenarios

Human Resources

Scenario ID: HRTA-3
Area:        Time & Attendance
Process:      Time & Attendance Setup and Rules


Background
              The State utilizes and maintains an extensive list of attendance codes many of
              which, while standardized, meet specific agency needs. Attendance codes cover
              time worked, leave earned, and leave taken. In response to changing federal and
              state statutes, bargaining unit language, and agency operational needs,
              attendance codes are constantly being edited and deleted. Associated with each
              attendance code can be a multiplicity of bargaining unit and pay rules. The time
              and attendance data captured not only drives payroll but from these attendance
              codes reports are generated that enable each agency to better manage its human
              resources.

Scenario Description
              Describe how the software centrally establishes and maintains attendance codes
              and the bargaining unit rules that govern their use. Describe how attendance is
              edited, how accrued time is earned and used, and how attendance-based other
              earnings are calculated.

Key Points

    01        Describe how attendance codes are centrally established and maintained with the
              ability to edit codes as needed.

    02        Describe the flexibility of the attendance code structure, for example, some
              agencies need to assign specific codes to each hour of overtime worked while
              other agencies need to enter time with project or program code.

    03        Describe how absence data such as Family Medical Leave Act(FMLA),military
              time, leave with or without pay, can be limited by occasion and on a twelve month
              or other basis.

    04        Describe the accrual process from the point that an employee earns sick time to
              the point where the employee is deducting from that accrual.

    05        Describe what happens when sick time is entered and the employee has
              insufficient accrued sick time to cover the time that has already been taken.




                                                                                    Appendix F - Page 39 of 45
                            State of Connecticut
                                     Business Scenarios

Human Resources

Scenario ID: HRTA-3
Area:        Time & Attendance
Process:     Time & Attendance Setup and Rules


    06       Describe how multiple leave codes can be deducted from a single leave type. For
             example, sick family leave, funeral time, and baby leave are all deducted from
             accrued sick time. Describe how calendar based limits are applied to specific
             types of leave such as these.

    07       Describe how compensatory or holiday time is assigned an earned date and an
             expiration date, and is used on a first in first out basis.

    08       Describe how an employee's monthly sick and vacation accruals would be
             automatically shut off if they had more than 5 days of unpaid leave time in the
             preceding month.

    09       Describe how time is accrued for part time employees based on the following
             calculations: 1) biweekly scheduled hours divided by bargaining unit biweekly
             hours, 2) a fixed percent (.0460) times actual hours paid (except compensatory
             time used and certain workers compensation codes), and 3) actual hours paid
             divided by bargaining unit average hours worked for the month.


    10       Describe how lump sum amounts of time can be added to or deducted from
             accrued leave balances with a corresponding comment area.

    11       Describe a prior period time adjustment that will affect the employee's current
             accruals. Describe how the system reflects that the change was retroactive.
             Describe how the system ensures that the change is carried through to payroll.


    12       Describe how one employee can donate leave time either to another employee or
             to an established sick leave bank. In many cases the time that is donated is either
             vacation time or personal leave time which then becomes sick time for the
             receiving employee or the bank.




                                                                                   Appendix F - Page 40 of 45
                           State of Connecticut
                                    Business Scenarios

Human Resources

Scenario ID: HRTA-3
Area:        Time & Attendance
Process:     Time & Attendance Setup and Rules


    13       Describe how a day of sick is deducted from each employee in a bargaining unit
             and is deposited into a bargaining unit sick leave bank.




                                                                                Appendix F - Page 41 of 45
                            State of Connecticut
                                     Business Scenarios

Human Resources

Scenario ID: HRTA-4
Area:        Time & Attendance
Process:      Time Entry


Background
              The State utilizes various methods and frequencies of time and attendance entry.
              Currently the time is entered on a daily, weekly, biweekly, or semi-monthly basis.
              The attendance data is collected via multiple methods, including daily and
              biweekly hardcopy timesheets, bubble forms, and standard batch interface.
              Overtime hours are recorded on the same document for some agencies, and on a
              separate document in other agencies. Supervisor approvals are maintained on
              the original documents.

Scenario Description
              Describe the time entry process, including methods of recording and editing
              attendance, and how supervisor approvals are captured.

Key Points
    01        Describe the different types of time input devices the system can accommodate,
              including traditional biweekly timesheet, card swipe, web-enabled, bubble form,
              phone, and third party time entry or interface.

    02        Describe the different ways that time data can be entered and stored, for
              example, military and/or non-military time; time displayed using hours and
              minutes and/or hours and decimals; and time displayed/converted into days.

    03        Describe how overtime data can be posted in hours for an employee whose time
              is maintained in days, and how a comment is attached.

    04        Describe the various ways that supervisors can approve employee attendance.


    05        Describe step by step how a group of employees' time is entered on a daily basis
              from a single document.

    06        Describe step by step how an individual employee's time is entered on a biweekly
              basis.




                                                                                   Appendix F - Page 42 of 45
                             State of Connecticut
                                      Business Scenarios

Human Resources

Scenario ID: HRTA-5
Area:        Time & Attendance
Process:      Tracking Employees with Variable Pay Rates


Background
              The State of Connecticut has several agencies who pay employees on an hourly
              basis. The employees may be full time, but they are considered to work as hourly
              because their rate of pay varies depending on the task and/or equipment to which
              they are assigned. The assigned duties can vary on an hourly basis. The rate of
              pay for their "regular" duties is determined based on the standard job class/salary
              plan, group and step; the rate of pay for the higher level duties is calculated as if
              the employee were promoted to the higher job class.



Scenario Description
              Describe how the software will capture and process the information necessary to
              pay hourly employees who have different rates of pay based on their
              assignment(s).

Key Points

    01        Describe how the employee's time will be captured including the task and/or
              equipment to which they were assigned. Employees can work multiple
              assignments per day.

    02        Describe how the supervisor would review and approve the employee
              assignments.

    03        Describe how the system will be able to determine the appropriate rate of pay for
              the employee based on the higher level job class. The rate is calculated as if the
              employee were to be promoted to that job class.




                                                                                      Appendix F - Page 43 of 45
                             State of Connecticut
                                      Business Scenarios

Human Resources

Scenario ID: HRTA-6
Area:        Time & Attendance
Process:      Calculate Gross Pay


Background
              The State utilizes and maintains an extensive set of payroll calculations for
              employee other earnings. Separate bargaining unit contracts and agency past
              practices have created a variety of calculations for many types of other earnings.
              In addition, the State must calculate payments for employees under the Fair
              Labor Standards Act. Other earnings are calculated based on attendance, time
              intervals, and employee eligibilities.

Scenario Description
              Describe how the software establishes and maintains time and attendance based
              pay calculation rules. Describe how periodic other earnings are generated (for
              instance, a monthly stipend), as well as attendance-driven other earnings are
              calculated (for instance, overtime). Include how bargaining unit/job class specific
              calculations would be accommodated.

Key Points

    01        Describe how overtime would be calculated, both straight time and time and one
              half.

    02        Describe how time and one half shift differential would be calculated.

    03        Describe how a hazardous duty monthly stipend would be calculated.

    04        Describe how FLSA calculations would be made based on a biweekly pay cycle.

    05        Describe how FLSA calculations would be made for two biweekly pay cycles.


    06        Describe how the calculated earnings could be reviewed and verified.

    07        Describe how the calculated other earnings would be formatted.

    08        Describe how time and attendance data and gross pay calculations are reviewed
              and approved prior to being released for payment. Describe how the data is
              released for Payroll processing.




                                                                                       Appendix F - Page 44 of 45
                           State of Connecticut
                                   Business Scenarios

Human Resources

Scenario ID: HRTA-6
Area:        Time & Attendance
Process:     Calculate Gross Pay


    09       Describe how the system would calculate a meal allowance that can vary on a
             daily basis based on the actual number of hours worked.




                                                                               Appendix F - Page 45 of 45

				
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